The period between early January and mid February is the busiest of the year for staff turnover rates. And if your employee retention strategies have failed you, this period could spell big change within your organisation. In our time providing outsourced payroll services, we’ve seen the various ways that businesses cope with change. Poor management during times of change can be disastrous, but with effective change management strategies, this can be a time for any business to take advantage of present opportunities and flourish.
There are three main types of workplace change:
- Developmental change
This involves improving business procedures and is a great way for businesses to stay organised and at the top of their industry, providing staff are kept in the loop about all operational changes. Examples of developmental change include updating managed payroll services and implementing new reporting methods or software systems. The most effective way to manage developmental change is to explain to staff the rationale behind all changes and provide skills training for new processes or technology.
- Transitional change
Transitional changes involve replacing one process with another, and can raise more issues in management because of the direct impact they have on daily workflow. Examples of transitional change include restructures within the company, branching into new corporate areas and implementing new technologies. Employees will be best equipped to handle these sorts of change if they are made aware of the impacts well before the change occurs. Again, explaining the reasoning behind the change goes a long way in making staff feel comfortable about the upset to normal processes.
- Transformational change
Transformational changes are those that completely reshape your organisation. They might be in response to an external circumstance such as shifting market trends, shareholder events or changes in ownership.
During times of change it is important to hold on to key employees by helping them adjust to new circumstances. Poor management in any of these areas can leave employees feeling thrown in the deep end, frustrated and undervalued. The best policy is to maintain awareness of changes and their impacts and explain change rationales and benefits. If an employee is put through the stress of change without understanding why the change occurs, the activity can seem thoroughly pointless and frustrating.
Having witnessed the turbulence of change in many businesses, particularly at times when new payroll services are implemented, we suggest taking the stress away from internal employees and implementing a fully managed payroll service. To find out how your business can skip the stress and outsource payroll today, get in touch with the friendly team at i3Group.